Did you have a mentor or a guide when during the first couple of weeks? Ans: Yes! The line manager gave guidance, and shell also has a buddy system where anyone who is a new hire, a working employ within the team is given the job to be their buddy, the buddy shows the new hire around(office space, schedule meetings with stakeholders relevant to department, understand and go through different policies and sops) Moreover, the higher managers are given the task to act as a mentor, shell has an open policy where you can go to anyone and ask them to mentor you. With them decide monthly or quarterly connect (meetings) to discuss career development, and feedbacks etc. How does shell ensure employees are on boarded effectively? Do they have a short-term or long-term onboarding program? Ans: Yes shell does have an onboarding program; first, your buddy makes the onboarding program for you after discussing it with the line manager, second plan is made by the HR department. The plans are divided into 3 parts; 3 month, 6 month, & yearly. For e.g. for the first 3 months the department plan usually includes meetings with relevant stakeholders, made aware of how the department operates, while at the same time the HR makes a plan making you familiar with the company, what it stands for, values (have to match the values with the department), HR also takes the employee through pay policies, how to invest, how to do better in terms of health, how to balance work with life, other trainings to understand the business well; driving, testing the importance of safety, compliance and health in your life, how the business makes money, and anti-bribery trainings. The trainings by the HR are divided into 3 time periods; therefore shell has both short-term and long-term programs. In your personal experience what was it like to be a part of shells onboarding program? Ans: really liked it, helped her understand the company expectations. Really great to meet such people at the start of our career, the onboarding program was not just a one way thing (information overload), it was practical as well (going to terminals, sites), shell values individual perspectives and opinions and enables new hires to be their own-self during the program Does shell provide any employee development training? If so could you tell us a bit about your experience? Could be either personalized or generalized. Ans: multiple training programs, a unique internal training system known as shell university consists of all sorts of courses to learn (excel, languages including machine language,

compliance courses etc.) employees have to courses on a yearly basis according to their plans. Every employ has access to the portal. If as an employee the line manager sees that you have potential in delivering a project that could add value to the team has a separate budget assigned to give specialized training, for e.g. her boss was sent to Malaysia for team dynamics training. Does shell provide any culture training in regards to the organization? Ans: yes! Shell is very strong on what type of culture it wants to build, there are monthly connects which includes shell care (the whole community comes together in a session), during the pandemic had sessions about mental health. These sessions help build the right culture for the company. From the first day you joined till date, did shell have any impact on your career development as an employee in general? Could be long term development programs, promotions, or skills enhancement training etc. Ans: shell focuses a lot on providing their employees the platform to grow, makes sure the employees feel safe in their work environment, benefits employees not just in monetary term s, they help in development, and quality life. Shell helps employees defined and implants the kind of work ethics they want to be a part off, teaches how their employees should conduct business in an ethical manner, moreover shell offers inter-team projects to further develop employees, and shell empowers its employees to believe that they have it in them to achieve big things. How does shell ensure that its development plans are followed accurately? And is efficient employment development a priority? Ans: courses and trainings are tracked; development plans are also tracked (after every quarter or 6 months you get to discuss these plans with the line manager). Submit a document and discuss individual development plans with the line manager. Talent card is an internal resume which consists of the skills an employee has learned over the years. It is not just numbers but also qualitative skills such as how well can you handle stakeholders, communication, & leadership skills. Therefore yes efficient employee development is a priority for shell.

Need gap analysis and recommendations for the above interview transcript about HR Practices of Onboarding and training.